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Your Challenges
Rheged Consulting
With greater global workforce mobility,
advances in technology and the relaxation of economic borders,
yesterday's “War
for Talent” is now even more competitive for employers
as the landscape for talent shifts. Compounding this, businesses still have few high calibre resources that are available and can bring concentrated focus to key projects at short notice.
Are your recruitment processes streamlined, yielding
financial savings, reducing risk and maximising efficiencies?
Is it visible to the organisation?
Is your recruitment partner
programme aligned to your organisation’s
aims, motivating and rewarding them to produce best in class
results?
Are your employer brand recruitment initiatives driving timely
and quality responses beyond the traditional sourcing channels
and is it innovative and appealing?
Is your workforce aligned to
the organisation’s recruitment
strategy? Is the employee referral programme transparent, inclusive
and engaging? Are internal hiring opportunities visible,
actively managed and exhausted before external channels are engaged?
Rheged Resourcing
As a function of HR, do you have a dedicated 'in-house' recruitment team that is not outsourced? What are the benefits and advantages of centralising recruitment that you 'own' back within the firm?
Are you a Recruitment Outsourcing firm? What resourcing challenges do you currently face in your existing client base or in resourcing your new client accounts?
Recruitment firms - Tired of the same recycled candidates from recruitment-to-recruitment suppliers? Is there a skills gap between your expectations and candidate competencies. If so, does training impact and delay the productivity of your new hires?
Individuals -Are you a graduate or someone from a professional background or a talented individual with transferable skills seeking to develop a career offering personal development and wealth creation? Or are you in an existing sales role keen to transfer knowledge and skills into an environment more dynamic and consultative, in which results are more satisfying and meaningful?
Rheged Learning & Development
As an HR leader, how would you describe workforce retention
levels within the organisation? What are the negative influences
and what is being done presently to combat this?
What learning
and development priorities for the workforce has the organisation
identified? What plans, timeframes and resources do you have in place
to deliver this?
How is succession planning conducted within
the organisation and what is currently provided to develop your
future leaders?
What are the opportunities and benefits from delivering effective and sustainable Integrity Services, Corporate Social Responsibility or Diversity programmes in your organisation?
How can your organisation create a balance between
work and lifestyle without adversely affecting performance and
results?
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